By adding competencies to your HR programs, you are changing how the organization approaches the management of your people, so it is important to manage the people side of this change.
The cost of a bad hire can be as much as 3.5 times the annual salary of the position. Fortunately, you can take action to avoid these common hiring mistakes.
Adding competencies to your hiring, onboarding, learning and development, career management or succession planning programs may feel overwhelming at times and seem like an impossible task. It doesn’t have to be. By following our four-step approach, you can ensure that your competency project is a complete success.
Tips for Measuring the Success of your Competency Project
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Succession planning tools are critical to ensure that your employees develop the skills and abilities required to assume higher-level roles in the future.
Career Development allows employees to explore career options, pursue career goals, and ultimately take charge of their own careers. Providing career paths for your employees is one way to grow your people and ensure that they remain happy and engaged.
Performance Management is much more than just reaching financial targets.
Are you looking for tips and tools to optimize your onboarding program? Onboarding generally involves getting new hires up to speed in terms of the requirements of their new role and the culture of the organization.
The interview is the most common tool used for hiring. There are many types of interview questions. Some are very effective, and others are not effective at all. Let’s explore a few types of interviews and why competency-based interviews are so effective.
Defining work in an observable and measurable way by using competencies can become the backbone of your talent management applications. Competencies become a talent management tool that helps to ensure your organization’s talent management strategy is aligned with your business strategy.